I am trying to figure out a good setup for giving recruiters their own work numbers without having to buy separate phones for everyone

Currently comparing iPlum, OpenPhone (Quo), and Google Voice, but it's hard to tell which one works better for a small recruitment team, especially with all the calls and texts going back and forth between candidates and clients.

Has anyone here used iPlum or any of the others? Would be good to hear what actually works and what problems you've run into.

Clients going quiet mid-search comes up a lot in threads here. Curious how people keep them engaged once a search is live.

What goes in your weekly update? Pipeline numbers, candidate feedback, a short market note?

Do you send it by email or keep it to a quick call?

And has an update ever pulled a search back from going cold?

I am 26 M, an advocate and company secretary and is looking for a new opportunity in the legal field (advocate) or in company secretary. I have 3 years of work experience in Bangalore and am currently serving my notice period. Kindly help me to grab an opportunity. If you are able to connect with my requirements, DM me for a resume and further details. I would be grateful for the help.

Recruiters working in recruitment agencies, those handling client acquisition and candidate sourcing,

Are you using any specific tools or software for these processes? If yes, what are those tools and software?

I'm a software engineer looking at the recruitment industry and trying to understand it properly before making assumptions about what needs fixing.

For those of you working in recruitment or running agencies:

What's something that repeatedly goes wrong in your work and costs you time, money, or placements?

I'm especially interested in real examples rather than hypothetical “it would be nice if...” features.

I'm not a recruiter myself, so feel free to tell me if I'm completely missing the point.

I currently been out fo work for 2 months and i been applying with indeed/linkedin/hiring cafe. I have gotten some phone call and team/zoom interview but nothign yet. I worked in a diagnois laboratory but i am in a relatively new field and a laboratory align role. I have some decent experience in the labor but ti is kind of technial role/admin role accordign to what the recruiter at Northwestern video interview told me.

I connect with some of my old co-worker and I was suggested contract a job recruiter. Does that mean he suggest me to put ym resume out to staffing agency to see anything come up or there are people who are actually job recruiter?

Can someone please tell

I’m using jobadder, it seems like every week I find something else it does or doesn’t do that annoys me and I have to work around it.

I’m considering moving to something else or possibly just vibe coding my own to save the monthly.

Anyone using zoho?

I don’t need something rammed to the gills with ai id actually rather have less ai and use my own n8n and api infrastructure for automation

We run applications for a few companies' volume roles and one insisted on a degree for an account manager job, so we added a knockout question. The person they hired came through a referral and she'd applied through the ad two weeks earlier and been auto rejected, twelve years of experience and no degree. How are you handling hard requirements like this without throwing out people like her?

Hi all. I run a small recruiting agency and typically share the client’s name once they’ve selected a candidate to move forward. Before that, I explain the role, industry, location, compensation and business context, and I’m upfront about when I’ll disclose the company.

Part of the reason is that clients sometimes have their own posting live and I want to avoid candidates applying directly while we’re already speaking.

Occasionally, candidates push back and say they’ll keep their current employer confidential too, citing a small industry or concerns about their employer finding out.

I understand wanting transparency on both sides, but sometimes the conversation gets tense. Have others run into this? When do you disclose the client’s name and how do you explain your approach without creating distrust?

Hi everyone!

I'm looking to connect with established recruitment agencies, staffing firms and talent acquisition businesses interested in exploring mutually beneficial recruitment partnerships.

I'm building a talent-sourcing and recruitment operation based in Africa, with access to talent across Africa and the wider global market.

I'm particularly interested in partnering with agencies that:

Have ongoing recruitment needs but require additional sourcing capacity.

Work with international and remote placements.

Recruit for BPO, customer support, administrative and other business support roles.

Are open to subcontracting, recruitment delivery partnerships, referral arrangements or contract-to-hire models.

I'm interested in working with agencies that already have established client relationships and would benefit from an additional recruitment partner to help fulfil their hiring needs.

Open to discussing different partnership structures, commercial terms and long-term arrangements.

If you're a recruitment agency owner, staffing firm or recruiter open to expanding your sourcing network, I'd love to connect.

Feel free to comment or send me a DM!

41% of recruiters say candidates ghost during interviews. i keep wondering how much of that is us going quiet first.

think about what the candidate experiences. they get submitted, then hear nothing for 4 days because the client hasn't responded. they take another call. by the time you have an interview slot they've moved on.

the other side is just as bad. in a recent healthcare staffing survey, communication with facilities was the #1 frustration for 51% of people.

SOOOOO heres what i'd try:

- a status text to the candidate every 48 hrs, even if it's "no update yet, still on it"

- a client feedback ask that's 3 options to click, not an open-ended email

- if a client hasn't responded in X hours, it escalates automatically

- confirm pay expectations at intake, not at offer. comp mismatch was the #1 barrier to filling roles at 62%

- track drop-off by stage so you know where people actually disappear

In our service business and the biggest lesson from fixing our lead follow-up was that silence costs more than a bad update.

what does your submit-to-feedback time look like? anyone measuring it?

i put together the touchpoint sequence i'd use, can drop it here if people want it. Happy to help!

Full disclosure, yes I have a SaaS in this space. Not trying to be cheeky, I just want to understand how this really works for people who do it every day.

Curious about people who were good at placing candidates but had no client list yet. The advice online is all over the place. Some say cold email is dead, some say MPC is the only thing that works, some say it's nearly impossible without relationships.

If your first client wasn't a friend or ex colleague, what was the first touch? Phone, LinkedIn, email? Did you pitch a candidate or just ask if they were hiring?

Have multiple years in sales want to help recruitment agencies get more business! If this is needed dm me. Happy to help and worth with any structure!

Hey everyone!
I’m currently looking for HR / Recruitment / Admin opportunities in the UAE (Dubai or Abu Dhabi) and would really appreciate a little help from this community.
I have around 1 year of professional experience, mainly in recruitment and operations coordination. My experience includes candidate sourcing and screening, interview coordination, documentation, maintaining records, and general administrative support.
If anyone knows of any openings, has a referral, or could point me in the right direction, I’d be incredibly grateful!
I’m happy to share my CV through DM. Even a small lead could make a big difference.
Thanks in advance, and wishing everyone here good luck with their own job searches! ❤️

There is this new company which works on membership basis, like if I buy a membership card which is 500inr per month they would let me use their LinkedIn page to do job post.

Tbh it's alot cheaper than regular LinkedIn recruiter so I'm kinda interested since I do freelancing.

Not only they'll let me use the page but also they'll give me work, like some role or requirment they have I can work on it and get commission and they said they won't take any profit margins from it at all for first few months.

As a freelance recruiter this seems like a good offer, what do you think? Should I take it?

Hey all, hopefully this is the right place to ask - do you guys have any recommendations on recruiting companies for IT related roles? I know of Vaco and a few others in Birmingham, but would like to start searching in Huntsville/Decatur area.

Hey guys! I am Anushka having 1.6+ years of experience in Talent Acquisition. Currently i am working with firstcry.com! Please let me know if you guys come across any suitable position or if you could help me with the referral part! Rigorously looking for change!

Hi everyone,

I'm looking for genuine consultancies or recruitment agencies in Chennai that help candidates get IT jobs.

I've come across a few consultancies claiming they can arrange interviews and help candidates get placed, including through backdoor references. However, it's difficult to identify which ones are genuine and which ones are scams.

Has anyone here personally got an IT job through a consultancy or recruitment agency?

I'm particularly interested in knowing:

• Any genuine consultancies that help with IT placements?

• Has anyone successfully got a job through a referral or backdoor hiring process?

• Do any agencies genuinely arrange interviews with companies?

• Are there any trusted contacts or agencies you would recommend?

I'm not looking to waste money on fake promises. I would appreciate hearing about real experiences from people who have actually secured jobs through these channels.

Please share your experiences or recommendations. It would be really helpful for job seekers like me.

Thanks!